Possible roulette problems Clause Samples

The 'Possible roulette problems' clause identifies and addresses potential issues that may arise during the operation or use of a roulette system or device. This clause typically outlines scenarios such as mechanical malfunctions, software errors, or irregularities in the game process, and may specify procedures for handling such incidents, like pausing the game or voiding affected bets. Its core function is to ensure fairness and transparency by providing a clear protocol for resolving unexpected problems, thereby protecting both the operator and participants from disputes or losses due to unforeseen technical issues.
Possible roulette problems. In case of the roulette game broadcast from the studio, the sensor installed in the wheel may not detect the winning number, or it may record that incorrectly. In case the winning number is not detected, the presenter or the pit boss shall manually enter the winning number. If the system records the winning number incorrectly, then prizes are credited manually, while erroneously paid prizes are manually deducted to/from the player’s balance.

Related to Possible roulette problems

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

  • Responsible Party The Customer entity that is the Party to the USSA (not a Participating Entity) remains responsible in all respects for any failure to meet any Volume Commitment.

  • Presentation of Potential Target Businesses The Company shall cause each of the Initial Shareholders to agree that, in order to minimize potential conflicts of interest which may arise from multiple affiliations, the Initial Shareholders will present to the Company for its consideration, prior to presentation to any other person or company, any suitable opportunity to acquire an operating business, until the earlier of the consummation by the Company of a Business Combination or the liquidation of the Company, subject to any pre-existing fiduciary obligations the Initial Shareholders might have.

  • CONSEQUENCES OF POSITIVE TEST RESULTS For post-Accident or reasonable suspicion, a Covered Employee shall be immediately removed from performing his or her job or, in the alternative, may be temporarily reassigned to work that is not safety-sensitive if such work is available. The Covered Employee shall be subject to disciplinary action, and shall meet with the SAPC, as set forth in Exhibit A, and section 10 below, if the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. a. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ MOU, provided, however, that such a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. b. All proposed disciplinary actions imposed because of a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Subject to good cause, the City may impose discipline for conduct in addition to the discipline for a positive drug/alcohol test. The positive test may be a factor in determining good cause for such additional discipline. c. In the event the City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all laboratory reports and any other supporting documentation upon which the City is relying to support the proposed discipline.

  • Problem Statement School bus fleets are aging, and our communities have poor air quality. Replacing school buses with zero emission school buses will address both of these issues.